Most of us have some experience with setting goals that we have every intention of sticking with, and yet somehow we find ourselves coming up short (think about every New Year’s resolution you have made and then immediately forgotten about). When we talk about action planning for development, it then becomes critical to ask “What causes some plans to flourish and others to fizzle out before they even get off the ground?”
Keep reading to find out what the research says about successful – and unsuccessful – action planning from the employee and organizational perspective.
Individual Factors
Every employee brings their own set of skills, motivations, and habits to the table, which can greatly influence the success or failure of an action plan. Ultimately, employees must recognize that they play the starring role in their own career development. Studies from the American Society for Training and Development show that having an accountability structure (such as regular check-ins with a manager or mentor) increases the likelihood of goal completion by 65%.
Career development is most successful when employees are intrinsically motivated to learn and grow. Daniel Pink’s book, Drive: The Surprising Truth About What Motivates Us, on motivation explains that people thrive when they have autonomy, mastery, and purpose. Employees who feel empowered to chart their own course are more likely to succeed. Plans should be tailored to individual aspirations and interests to encourage ongoing engagement.
No career development plan can succeed if employees do not actively build the skills needed to achieve their goals. Organizations can offer the tools, but employees must take the initiative to use them. Whether through workshops, online courses, or networking opportunities, individuals who actively seek out ways to expand their skills are more likely to meet their career goals. To encourage participation in these growth opportunities, organizations should not only strive to increase awareness of the offerings but also make clear the value of participating for the employees (Hurtz & Williams, 2009).
Organizational Support
Perhaps the most important element in determining whether an action plan will succeed or fail is organizational support. In the same way that a house cannot stay standing without a strong foundation, employees will not be able to stay committed to their action plans without support from their organization. Organizations can support their employee’s action planning through clear communication, providing resources and growth opportunities, and leadership buy-in.
Action planning starts with clearly defined goals, that are specific, measurable, and challenging goals are linked to high performance (Locke & Latham, 2002). Organizations need to work with employees to set attainable, yet challenging career milestones. If goals are not clear or are too vague, the plan risks losing momentum. Regular check-ins and feedback ensure that employees stay on track and feel supported.
Even the most motivated employees are unlikely to grow without the tools, training, or time to do so. Organizations that offer access to professional development opportunities create an environment where employees feel empowered to pursue their goals. Research indicates that providing opportunities for employees to practice skills as they are learning them is one of the best ways to ensure these skills transfer from training to the job (Salas et al., 2012).
Action planning is also more likely to be successful when leaders are committed to helping employees grow. Leaders should take an active interest in their direct reports’ development by offering mentorship or facilitating learning opportunities. However, it is important to let employees take the lead in setting their own goals to increase commitment (Sue-Chan & Ong, 2002).
Staying Flexible
Finally, we must always keep in mind that career development is rarely a straight line. Unforeseen challenges, changes in personal priorities, or shifts in the industry can require adjustments to an employee’s career plan. One of the most significant factors in a plan’s success is its ability to evolve. A successful career development plan must be adaptable and incorporate feedback to direct efforts.
In the end, just as there is no one-size-fits-all action plan, there is no magic ingredient that will make an action plan successful. Instead, a combination of organizational support and individual initiative is key to driving success.
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